&
ACA Services
Transmit
IRS Form
1094 -C for employers
Print &
mail IRS Form 1095-C to employees
HR Assist 360 will generate the 1095’s for all employees who were eligible for an offer of coverage in an employer sponsored health plan during the calendar year, regardless of whether an offer was actually made. This includes all ACA full-time employees and all variable hour employees who have completed their
measurement period and were determined to be FT eligible status, as well as retirees and COBRA participants. We will also collect the data for Part III of the 1095-C form for self-insured companies.
Service 1-50 51-100 101 -250 251-500 501 -1000 1001+ Federal E-file & Print/Mail No Fee No Fee No Fee No Fee No Fee No Fee Federal E- file & Print/Mail $5.75 $4.95 $4.15 $3.50 $2.80 $2.40
Has HR Assist 360 ever e-filed with the IRS?
We have partnered with NELCO Solutions to electronically transmit, print AND mail 1094 & 1095 forms. NELCO currently e-files over 5 million W2’s and 1099’s annually and has beenperforming theseservices for over 20 years.
2015 Service
Fees
All fees waived for clients of The Insurance Exchange where The Insurance Exchange is recognized as the Broker of Record on the health insurance. Fee will not be waived for any client of The Insurance Exchange that waits to submit the file on the last day (February 1, 2016).
*Peak pricing one day only occurs
on
the
print deadline (February 1,
2016)
No
D
eadline
While many payroll firms and ACA compliance services providing 1095 filing are no longer taking additional customers, HR Assist 360 has no deadline, however it is prudent to begin the data collection process as soon as possible and we recommend filing by January 20th.
Classify Employees
Add Medical Plans
Establish ACA Periods
Import Hours
<1095>
ACA Codes Added
Complete Company Information
Import carrier enrollment
User Override (optional)
N
ELCO
API
Data validation
Review IRS forms
Authorize efile
a.
E-file with IRS
b.
Mailed to Employees
E-file acceptance status
&
.
Key filing requirements
For the most part, filing the 1094 and 1095 is a data collection exercise; however, the items below represent the more difficult components that must be completed and will most likely pose challenges for companies:
1094-C: This form acts as a cover sheet for all the 1095-C filed, provides the employer an opportunity to certify eligibility for transition relief from assessment, and contains the count of 1095-C’s filed and the number of ALE employees employed each month.
1095-C Line 14: One of 9 codes is entered to track the offer to health insurance for each employee: (no offer, affordable offer, employee only offers, etc.).
1095-C Line 16: If applicable, one of 9 codes is entered for each month providing an explanation why penalty isn’t applicable (not employed, in waiting/assessment period, enrolled, qualified for an affordability safe harbor, etc.).
What is involved in generating a 1094 and 1095 with HR Assist 360
1. Importing & categorizing employees including theACA classification of Full-Time Eligible, Part-Time Ineligible, and Variable Hour.
2. Create the medical plans (This data is used to determine the correct code for Line 14 and Line 16).
3. Establish the measurement and administrative periods to allow the software to determine the codes for Line 14 and Line 16.
4. Importing the hours to determine which employees are full-time.
5. Import actual enrollment from the health insurance carrier (This data is used to determine the code for Line 16 and Part III for self-funded plans).
6. Complete the company information: This step includes the collection of the company information printed in the form such as the address, control group information and transition relief.
ACA Software Employer/ HR Training
1. $400 for HR TRAINING: HR Assist 360 will be conducting HR training webinars designed to help HR managers learn how to use
HR Assist 360’s
software. Training will include managing variable hour eligibility, i mporting employees, classifying employees, importing hours, importing current enrollment, and managing ACA measurement periods. The annual subscription, which must be paid by credit card, will unlock the webinar registration for portal, community forum and knowledgebase for HR managers.HR Assist 360 reserves the right to terminate your license if the
webinar training registration codes
are shared with HR Managers at different companies.e
.c
The advantages of the HR Assist 360 ACA solution:
1. Cost effective filing solution for 1095: HR Assist 360 is free.2. Data collection: We will help companies collect the necessary information for the IRS 1094/1095 Reporting. What sets us apart from other ACA solutions is that we are not making you complete monthly eligibility calculations yourself. Instead, we have turned ACA compliance into simple data inputs so that we can do the calculations for you!
3. Control: You can fill out the forms on your schedule.
4. Streamline the eligibility determination for part-time employees: Manage employee eligibility by tracking the hours worked of the non-full time employees to determine the appropriate measurement dates and eligibility associated with new hire and standard stability periods.
Does a company have to use HR Assist 360’s benefit administration solution?
IMPx anuar
No. HR Assist 360 can still be used to file the 1094 and 1095. Clients not using HR Assist 360’s benefit administration system will need to import employee and dependent enrollments, including historical enrollments. Building enrollment history will be the most difficult step for companies who are not using a benefit administration system. For example, an employee that was eligible but not enrolled in health insurance that has a life event will need to be tracked to the date of the life event so the proper code can be entered on Line 16 for each month.
Who are ideal candidates for HR Assist 360?
Companies with 12 month stability period using the look-back measurement method to determine if variable hour employees are ACA eligible are ideal candidates for our solution. The measurement and stability period will be the same for all groups of employees and should coincide with the annual open enrollment period for all employees on the health plan. Companies that are on the cusp of being an Applicable Large Employer (ALE) are ideal for HR Assist 360 as well because our ALE Calculator allows employers to determine their ALE status.
Support for 6 month stability period is scheduled for the fall, and is planned to be supported for the 2015 required filing.
&
e
Does the software support
Variable
Hour
tracking?
Yes. The variable hour tracking feature enables companies to set-up initial Measurement Periods,
Stability Periods and Administrative Periods for new and existing employees. The software streamlines eligibility tracking for part-time employees.
The software permits employers to track hours on a monthly basis (130 hours). Users are able to import hours for employees and the system automatically tracks hours worked during the
Measurement Period for new hires and ongoing employees. Employers have the ability to use the variable hour tracking even if they are not using our platform to enroll in benefits.
HR Summary
Who has to file?
The Affordable Care Act requires certain employers (those with 50+ employees) to offer affordable coverage to their employees. But which employees need to be offered coverage? HR Assist 360 is here to help you define your employees, track their hours, and stay in accordance with the regulations put in place by the Affordable Care Act.
Who is the tool designed for?
The system was designed so brokers and HR can collectively assemble the necessary data to complete the 1094s and 1095s. A significant portion of the data collection requires companies to categorize employees, and we believe companies themselves are best suited to perform this service. Similarly, brokers can help obtain enrollment data from carriers which will be necessary to determine the correct code on Line 16.
What are the fines for not filing?
After December 31st, 2015, Applicable Large Employers that fail to file an information return and do not provide the appropriate form to all full-time employees could be subject to a penalty up to $250 per form, with a
maximum annual penalty of $3 million.
The Nuts & Bolts of ACA Eligibility
The Basics
All full-time employees who are expected to regularly work greater than 30 hours per week must be offered affordable coverage. Affordable means the cost of the insurance is less than 9.5% of their W-2 income.
Companies will need to track the hours of employees that are expected to regularly work less than 30 hours a week to determine if they should be offered coverage. The federal government has prescribed maximum waiting periods for employees and various measurement requirements, but in summary, employees who average greater than 130 hours a month over a prescribed Measurement Period must be offered affordable health coverage.
How do the Measurement Periods work?
The Measurement Period is the period of time hours are tracked to determine if an employee has worked on average more than 130 hours per month. The minimum Measurement Period is 3 months and the maximum is 12 months. When setting up Measurement Periods, it is important to note that companies set up two different groupings. The first group is new-hires for their initial Measurement Period which outlines the new hire periods and determines how long they are a variable hour employee and how long the Administrative Period is before they are offered new-hire coverage. Once an employee has been employed for a full Measurement Period, a new hire will graduate into their standard Measurement and Stability Periods and all the employees will be measured together. It is recommended to use the month of your health insurance renewal as the start of your Stability Period. The Eligibility Period and Measurement Periods only apply to variable hour employees.
Administrative Periods
Once the Measurement Period has finished, the IRS gives employers some time to review the hours an employee worked to determine if they should be offered coverage. This period is call the Administrative Periods. The length of the Administrative Period cannot be longer than 90 days and the days may be allocated before or after the Measurement Period.
Affordability Calculator
The Affordability Calculator uses the Rate of Pay Safe Harbor to determine if the cost of coverage for an employee is affordable. We do this by selecting an employer's low costs plan and determining if any employee's cost is greater than 9.5% of their salary.
ALE Calculator
The ALE Calculator helps to determine how many full time employees were employed in a given month. We make this determination using the following calculation:
Full Time Employees +
Full Time Equivalents -
Statutory Exclusions =
Total Full Time employees
Full Time Equivalent employees are determined by the total hours worked by non-full time employees (meaning Variable Hour and Part-time employees) divided by 120.
